Table of Contents
Acknowledgments xv
Permissions xvii
Introduction 1
Chapter 1 Effective Hiring and Selection 6
1 Establishing Your Brand: Social Network Outreach, Recruitment Brochures, and Adding New Life to Your Recruitment Advertising Campaigns 8
2 Becoming an Employer of Choice: An Investment Worth Considering 12
3 Direct Sourcing: Alternatives and Options for Proactive Candidate Outreach 16
4 Effective Telephone Screening Calls: An Incredible Time Saver for Initial Contact 21
5 Identifying Candidates Who Stand Out Among Their Peers: Criteria to Help You Define the Best and Brightest Talent 27
6 A Twist on Traditional Interviewing Questions: The "Career Coaching" Approach to Getting Inside Candidates' Heads and Hearts 32
7 Achievement-Anchored and Holistic Questions: Cutting to the Chase 36
8 Hiring in Our Own Image: Likability Equals Compatibility 39
9 The Critical Importance of Reference Checks (and Scripts to Help You Maximize Each Call) 41
10 Making the Offer and Closing the Deal: Don't Flinch at the Finish Line 47
11 Effective Onboarding to Maximize the Chances of Initial Success and Create True Believers 52
Chapter 2 Effective Leadership and Outstanding Communication 59
12 The Nature of Positive, Constructive Communication 60
13 The Art of Successful Communication: Guidelines to Help Your Message Soar 64
14 Human Nature: The Path of Least Resistance Is Avoidance 70
15 Mediating Employee Disputes and Communication Breakdowns: The Strategy Behind Constructive Confrontation 73
16 Bearing Bad News: The Creative Art of Give and Take 78
17 Staff Meeting Tune-Ups: Upgrade Your Group Communication to Strengthen Team Performance 82
18 Leadership SOS: Effective and Successful Turnaround Strategies for Failing Teams 85
19 Addressing Uncomfortable Workplace Situations and Personal Style Issues 90
20 Situational Coaching: How Do You "Coach Someone to Normal"? 96
21 The Danger of "Off-the-Record" Conversations and Over-Promising Confidentiality 100
22 Special Circumstances: From Coaching and Mentoring to Verbal Warnings-Communicating with Skillful Aplomb 103
Chapter 3 The Importance of the Written Record 108
23 "Document, Document, Document:" Heightening Awareness of the Record You're Creating 108
24 Performance Reviews: The 800-Pound Gorilla in the Room 112
25 Performance Reviews: Dealing Effectively with Incorrectly Assigned individual Grades 117
26 Performance Reviews: Correcting for Grade Inflation Across Your Department, Division, or Company 119
27 Workplace Investigations: Understanding Your Role and Knowing Your Limits 123
28 Workplace Investigations: Harassment, Discrimination, and a Cautionary Tale 128
29 Effectively Invoking Attorney-Client Privilege 133
30 The "E" in Email Stands for "Evidence" 136
31 Progressive Discipline: Appropriate Documentation for Addressing Substandard Job Performance and Attendance Issues 138
32 Bit Progressive Discipline: Appropriate Documentation for Addressing Inappropriate Behavior and Misconduct Issues 145
33 Writer Beware: "Codifying the Damage" or Documenting "Mental Element Qualifiers" Can Sink Your Ship in Court 149
34 A Creative Alternative to Formal Corrective Action: Letters of Clarification 151
35 Decision-Making Leaves: Dramatic Turnarounds Without a Lot of Drama 154
36 Structuring Terminations That Will Withstand Legal Scrutiny: Making Your Defense Lawyer Proud 159
Chapter 4 Avoiding Litigation Land Mines 165
37 A Brief Employment Law History Primer to Show Why Documentation is Critical-Even for At-Will Workers 166
38 The Fine Art of Playing Employment Defense: Avoid "Pretaliation" 171
39 Policies (the Letter of the Law), Codes of Conduct (the Spirit of the Law), and Past Practices 175
40 Differentiating Between Performance and Conduct Issues: A Critical Distinction 178
41 Sameness Versus Consistency: Looking at the Totality of Events 180
42 Stopping Attitude Problems in Their Tracks 182
43 Performance Appraisal Bombshells: Delivering Bad News for the First Time During the Annual Performance Review 185
44 "If I Can't Fire Someone, Can I Lay Him Off Instead?" 187
45 "If I Can't Fire Someone, Can I Give Him a Separation Package Instead?" 191
46 Whistle Blowers Versus Character Assassins: Dealing Appropriately with Anonymous and Mean-Spirited Employee Complaints That May Lack Merit 195
47 Vetting the Record Before Recommending Termination: The Importance of a "Clean Final Incident" 198
48 Don't Rush to Judgment: Learn All Sides of the Story First 200
49 Wage and Hour Quagmires: Employee Classification and Overtime Considerations 201
Chapter 5 Inspiring Employee Engagement 205
50 Developing a Blueprint to Inspire and Motivate Your Team 207
51 The Nature of Motivation: Rules and Myths that Inform Your Reality 208
52 Creating an Environment in Which Employees Can Motivate Themselves in Light of Your Organization's Changing Needs 211
53 The Nature of Motivation: Five Steps for Quick Turnarounds 214
54 Delegating as a Means of Professional Development, Not of Offloading Work 219
55 The Holy Grail: Motivating Staff Without Money 223
56 Salvaging Restless Top Performers by Instilling a Greater Sense of Career Engagement 227
57 "Stay" Interviews Trump Counteroffers Every Time 232
58 If You're Going to Make a Counteroffer, Make Sure You Do It Right 237
59 Recognizing Burnout and Reengaging Your Employees Based on Their Individual Needs 241
60 Motivating Your Team After a Layoff or Termination: Healing the Wound 244
61 Leading and Motivating Through Extreme Adversity: When Your Job Is on the Line 247
62 A Broader Shift in Corporate Mindset: Putting Your Employees First, Even Above Your Customers and Shareholders 252
Chapter 6 Putting It All Together 254
63 Achieving the Model Workplace: Productivity, Loyalty, and High Performance 254
64 Lessons from the HR Trenches: Wisdom and Experience to Benefit Frontline Leaders 258
65 Putting Your Ethics "SOX" On: Your Reputation Is the Coin of the Realm 260
66 Educating Entry-Level Workers About Ethical Issues That May Derail an Otherwise Successful (Early) Career 265
67 Multigenerations at Work: Understanding Each Other's Perspectives 270
68 Integrating Newly Inherited Employees into Your Team 274
69 Held Hostage by Underperformers: Strategic Group Turnarounds When a Team Is on the Brink of Failure 279
70 Dealing with Employees in Crisis: A Blueprint for Proactive Management Intervention 283
71 Encouraging Employees to Leave Your Company: When It's Good for You and Good for Them 289
72 Resignations: Properly Handling Employees Who Give Notice 293
73 Terminations for Cause Versus Resignations by Mutual Consent 296
74 The Proper Care and Handling of Your Company's HR Team 297
75 Inspirational Leadership: Some Final Thoughts 302
Index 305
About the Author 315
